Ever wonder how real estate business owners sky-rocketed their way to the top?
When it comes to running a business, it takes a powerhouse of ridiculously great people who hold the same values to keep an empire of fortune. Assessing your employees and nitpicking the right individuals is vital in generating fruitful outcomes. The secret? Let’s find out in today’s episode as business guru Jay Niblick walks us through the ins and outs of profiling and understanding the dynamics of your team.
Furthermore, Jay introduces us to the DISC plus profiling, which combines communication styles and your driving force to improve the well-being of the team that you are building. He then gives his two cents on how you can use business models and tools in navigating the gaps and holes in your company. Get your engines started for this jam-packed session!
Innermatrix – The Secret Weapon To Building A 7-Figure Real Estate Business
Welcome to another episode of the show. Before we get into this episode, I want to tell you about an incredible offer we have that is running until 12:00 AM on New Year’s Eve. As some of you probably know, the moratorium on foreclosures is rapidly coming to an end and what that means is there are going to be an incredible amount of people who are going to need your help.
As wholesalers, we know that it is our job to help these people out of bad situations and for many of these people, we are the only option they have. In the coming months, there is going to be a sea of opportunities to help folks out and wholesalers who are smartly positioned can help many people and at the same time, get paid handsomely for their work.
That is why Wholesaling Inc has decided to extend our Black Friday sale for the last two weeks of 2021. We call it Black Friday in December. For the next two weeks, we are offering you our biggest discount ever on all of our mentoring programs. Starting right now and through 12:00 AM on Friday, December 31st, 2021, when you join any one of our incredible wholesaling coaching programs, you will get $1,500 off the tuition costs. This is a total no-brainer.
If you have been tuning in to this show, you know that we are pretty much the best in the business. If you follow what we teach and do the work, you will get results. Whether your goal is to get your first wholesaling deal or build a thriving wholesaling business from the ground up, you are going to want to take advantage of this incredible discount on any of our coaching programs, which include Brent Daniels’ TTP Cold Calling program. There’s also the Wholesaling Business Blueprint, which is Rafael Cortez’s program. Then, Lauren Hardy’s Virtual Investing Mastery program. There is Chris Arnold’s REI radio program and the Land Sharks program by Brent Bowers teaching you how to make money with land. We have our newest product entry, which is Chris Craddock’s REI Revive teaching you how to monetize dead leads sitting in your database.
All you have to do to take advantage of this incredible offer is go to WholesalingInc.com. Choose the program or programs that you are most interested in and schedule a call with our team. We will hop on a short call with you, learn a little bit about you, who you are, what are your goals, what are you looking to achieve and if we believe it is a good fit, when you join one of our programs, you will receive $1,500 off the cost of tuition. There is no time like the present so don’t wait. Go there now and schedule a call with us. You won’t regret it.
The last time we offered this much of a discount on Black Friday, we were inundated with applications so please be patient. It might take us some time to get to you because we are going in order here. It’s first come first serve. One last thing. You have to have scheduled your call to take advantage of this massive discount.
2022 is weeks away. I don’t know where you are or if you are happy with your results for 2021 but here is your opportunity to build a lucrative real estate business and get the help that you need from some of the best coaches in the industry and save a ton of money off the tuition costs. Good luck. Let’s get into this episode.
I am so excited to be back here with you with my friend, Jay Niblick. A lot of you have heard the term DISC profile being used a lot in hiring and when you are meeting with clients. We have a special treat. I’m excited because it has helped me scale our business and turn a number of my companies into seven-figure companies by putting in the right people. As Jim Collins would say, “Get the right people on the bus but then make sure they are in the right seats. If you get an administratively minded person in a sales role, you are probably not going to have the same results. With that said, I’m going to stop talking.
Jay, tell us a little bit about yourself. For all of us that have seen or heard a lot of people talk through DISC, tell us how that started and how you morphed into that role.
Use of tools and resources that help you make the best decisions to stacking up and growing.
Thanks for having me. I’m super excited. DISC, Decisive, Interactive, Stabilizing and Cautious or Conscientious depending on who you read was created by Dr. Marston in Harvard in the 1920s. In 1928, he published a book called Emotions Of Normal People and that’s where the model came out to the world. He did not ever write an assessment about it. It was a model used in psychotherapy and other lectures. It was not until years later in the ‘70s that the first doctors created an instrument that you can take.
The version that I authored is the DISC Plus. It merges thoughts from the DISC model. The company is called Innermetrix. That’s the first company I started in ’99. We make psychometric instruments. I have authored my interpretation of Dr. Marston’s original work that’s called DISC Plus because it’s got those seven values in it. Are they high economic, high political or high theoretical? That’s based on a theory created by guys in 1926. Eduard Spranger, Allport, Vernon, Lindzey and Milton Rokeach, all these guys studied that over 70 years or so and said, “What is it that drives people?” The two combined is what we call DISC Plus. It’s a theory on motivation, why people do what they want to do and DISC is the how do they do it. We were using these with 1,800 consultants all over the country or in the world, technically, in 52 countries and we saw this gap.
I and the cofounders that originally started WizeHire saw an opportunity and said, “What about the small business owner that does not have a consultant or an HR department? They don’t have the bench strength. It’s a collateral responsibility for them to try to understand the science and then use it in hiring,” so we said we should probably create computer algorithms that act as a consultant but it’s standardized. It’s the same interpretation and it allows our clients at WizeHire who are those SMBs. That’s our sweet spot. That’s 100% of who we focus on.
These are small to medium-sized business that does not have an HR person or let alone a department and the owners or team leaders are all running around trying to figure out best practices from this Facebook mastermind group or this person over here who says, “You got to have a C above 80 on the DISC before you even consider them for an interview.” There are so many different opinions about it that we wanted to say, “Let’s put a standard out there that everybody can use for hiring.”
The intent is to make sure that you get an employee who’s the best fit for your role from a motivational standpoint. I saw one that without thinking about this stuff, the person applied for a sales job and they were seventh place economic. Out of the seven motivators to get out of bed in the morning, they are seventh place economic and it’s a very small base salary on an 80% to 90% variable commission. When you see these things, the way you want to motivate that employee is by giving commission after commission.
To those that are reading that are not as familiar, you are talking about economic high or low. Can you back that up? What does that mean?
The values index portion of the DISC Plus looks at those motivations and there are seven big buckets. Are you motivated to go out and achieve world peace and harmony? Are you motivated for power, hunger and control? One of the dimensions is economic. The title is economic and that’s a person for what gets them out of bed in the morning is the opportunity to go turn 2 into 4. They are all about the ROI whether it’s money or resources.
Entrepreneurs tend to be very high in it and salespeople have to be high in it because how do you reward a salesperson other than the accolades like, “You are awesome. You kick butt. We love having you on the team,” but materially, you reward them by going, “Your commissions this month are X.” If that’s not connecting to a drive then they don’t get engaged because all day long, you are going to be talking sales. “Who made more sales this month? What’s the competition? Who’s the winner?” They are like, “That’s not important to me.” The analogy would be they don’t like pickles and you are rewarding them with more pickles. You are like, “You got the biggest bucket of pickles this month and they are like, “I hate pickles.” That causes a lack of engagement and then they usually don’t work out.
It’s understanding that money is more important to some people than others. I have seen this a number of times. A lot of entrepreneurs will take their values and assume everybody has the same values. They hire incorrectly and then they are shocked that everything falls apart.
There’s an inter-rater bias and a bunch of other different cognitive biases that happen in hiring. It punishes both sides. Let’s say you and I probably have high DIs and low SCs. We have sales guys in our background. I go to interview as a TC but a TC or an admin, you want someone who has probably a much higher SC. It’s all about the details, like slow, methodical, steady and making sure that everything’s being done perfectly well. That’s what you want for an accountant.
In the interview, if I’m not aware of this stuff, I tend to discredit those candidates because their personality is different than mine. It’s this subconscious buyer feeling that’s like, “That did not hop out to me as much,” and then the other person comes in with the same personality. We are like, “This is awesome. We are going to love this,” but they are going to be miserable in the job because then you take something near you and say, “Here are 1,000 numbers with spreadsheets and data. By the way, can you fill out all 78 of these forms?”
It’s having these things guiding your decisions. They never make the decisions for you. It’s just extra information that you can use to say, “It’s not a job that I have ever done. What am I looking for here? What’s the personality?” We have that. We have 300 benchmarks. If you want to know what a TC, a buyer agent or a listing agent look like, these are things that are showing agents and assistance. We can help you say, “This is what you are looking for,” and it’s probably foreign to you. You probably won’t like them much in the interview. You will be like, “They were asking a million questions.”
Just so that everybody gets what we are talking about here, with REI Revive, part of what we do is help you get to scale faster and make the most out of every lead. Anytime the phone rings, you are able to monetize those but then, the next step is building a business and as long as you are trading your time for dollars, you are building a bigger job for yourself or maybe a higher paying job as you get better and better at it but you have not built a business until you put people in place that are going to be able to eventually do all of the things that you are doing. That is how you get to scale.
I use WizeHire as well for almost all of my companies. I have got eleven companies and all of them use WizeHire when we are putting stuff out there because we are able to put it out there and make sure that the person fits the right assessment for the role. Administrative people are geared differently than salespeople and you have got to be able to see that so that’s really powerful. I’m curious. I know Tony Robbins was big on the DISC assessment for a long time. I still see his website still has a bunch of that. Are you familiar with how he is running all of the DISC stuff through his organization?
Tony stepped down from most of the day-to-day operations years ago. Tony and I go way back. The first assessment I authored is called the attribute index. I was introduced to Tony through one of my consultants. I certified Tony in that years ago. He’s a learning machine. I don’t know how he does it from the volume and the pace with which he’s constantly consuming the material.
He fell in love with that assessment when I offered the DISC and the values’ indexes, he moved that over from who he was using to my model. The relationship has evolved on his business side, RRI, the Robbins Research International, where they are not using ours anymore. We decided the way they were using it and giving it out completely for free in public as opposed to the model we started out with, which was for clients only. There were no problems on the other side. That was a model that worked well for them but not a model that worked well for us. They still use it. It’s just not my DISC.
A good leader is a good salesperson.
I thought that was a really interesting thing because that’s how I got introduced to DISC years ago. It was through Tony Robbins and their organization and knowing that you had Tony had worked together and developed a lot of that stuff to get out to the world. I thought that was pretty exciting. The people you run with oftentimes say a little bit about you like Tony Robbins. Nobody’s going to argue that he’s not high-level.
As we are getting towards the end of the episode here, I would love to ask a couple of other questions. To somebody who is new to wholesaling or building an investment business and looking to start to scale, what is the best use of the tools that you have out there to start building out beyond having a 1-man, 2-man or woman shop?
From a tactical standpoint, the 30-second pitch on WizeHire is that’s where we started but we have evolved to a full suite of value. A person that’s needing to scale needs to come in fast and hit it and not need to become the expert in something like that. What they need to do is run in and say, “I don’t even need to write a job description. You guys have expert writers. I’m just going to pick the job description template. I’m going to post it. We are going to source it out to 1,000 job boards. One hundred job boards probably end up reaching over 1,000. We will screen them using the DISC and values assessment. Compare them to the benchmark and say, “In your dashboard tomorrow or the next day, you come in and look at where it says excellent, very good, average or poor. Where are my excellent candidates?”
That business owner who does not have the fifteen minutes that morning because they are scaling, everything’s moving fast and they have got to be able to get those individuals at high volume and get good quality fits. What’s that old saying? You don’t want to be the employee because they get told what to do by the manager but you don’t want to be the manager because he has to be there to tell the employee. You want to be the boss that shows up on Friday and picks up the check on the way to the beach. That is the scaling that you are talking about when you say that not trading time for money. That’s where WizeHire is designed to help and profiles in general. It’s getting the best people who you can then depend on. You know they do the job well and you can trust them.
That’s the biggest problem and it’s got nothing to do with hiring per se but scaling an organization and I have done it and you have done it, it’s letting go. It’s having faith that those individuals will continue to build and grow and then what we will see at that next level is those individuals are going to have to hire at some point.
They need a backup tool. They are probably not HR experts. You are hiring people who are going to run a sales organization. They have come up in sales, maybe ops or finance but more often than not. They have sales backgrounds and maybe as much help and saying, “I don’t need to bother Chris. I need to hire down below me so where are tools and resources that help me make the best decisions so we can continue to stack up and grow.”
I have got one last thought that I want to share and then I would love for you to share how people can level up in this. I knew there are a number of personality assessments or personality tests. I love DISC. I think it makes a lot of sense and the reason I love it is that one of the things I always talk about is scaling. At Revive, that is the whole thing. It’s how do you scale and how do you get there faster because everybody can figure stuff out. Honestly in this business, time is money and if you can get where you want to go, you get to a $1 million business in a year versus in four years. How much money, time and energy has that saved you?
Here’s the thing that I find interesting. If you go all in and understand DISC at a high level then not only does it help you hire better and put the right people in your organization in the right place but while you are doing sales, which is the last thing entrepreneurs do because it’s the highest dollar activity. The last thing that you should hire for or take off your plate is sales because you want to start off the lower dollar activity and then get rid of the higher dollar activity as you go through it.
The crazy thing is, as you meet with sellers, if you can identify their DISC profile as a high D seller then you are going to want to talk quickly. You want to get to the point. The high I, how you do it together, high S, what the process is and the high C, explain whatever coding on them. It’s the crazy things that no entrepreneur ever wants to get into the weeds on and talk about but it’s going to help you be a better salesperson as well as a better business grower. Your organization helps assess people that they are going to hire. Would you point people to understand the assessment at a deeper level so they can level up as entrepreneurs?
I can share some information with you. You can share it with the rest of the crowd. It’s just some background on it. What you are saying is 100%. A good leader is a good salesperson. I don’t do the work. I’m leading somebody who does the work so I have to convince them. I have to sell to them the concept. It’s the same internally with employees as it is with prospects. We teach DISC and values. We can do certifications for organizations that might be interested. That would be the ultimate end like, “I want to get somebody in our organization certified.”
We are in Drucker’s knowledge worker economy. You talk about Jim Collins in Good to Great. The work that’s being done is not with our hands. It’s between our ears and these are intangible. These are soft skills. I can see hard skills. You got an accreditation, a degree or you worked here and you understand how to operate this software or machinery. Soft skills are soft because they are intangible. It’s any well-validated assessment like personality assessments or psychometric instruments, technically.
If it’s been validated well and it’s also been validated for hiring, which means they have done an adverse impact study based on EOC recommendations for forfeit rules. If you have that and there are a lot out there, unfortunately, a lot of junk out there too. If a company says, “You can see what’s called our validity manual or our technical manual,” you are good. They are not going to give you that if it’s junk. If they don’t share that with you, run away.
There are a lot of them out there but using them, we teach our sales reps how to perceive these things because you are right. If I’m settling into a high S and I call that the three-touch sale, I’m not closing that the first time. They got to sit with it a while as one woman in Georgia told me, which means it’s a new concept. I got to think about it and then have a second meeting to socialize it even more but still not likely to close on the second. A high S is very stable. They take their time. They are late adopters.
Cs are even later adopters because as you said, they are like, “I got to show you the actual technical manual with all the specs.” If you show up two minutes late for a high C meeting, you are dead. If you have inaccuracies or typos in your emails, you are dead. Identifying these things in your team is one of the best ways to practice that muscle that you then can use externally for selling. I’m used to talking with John, Bobby and Mary. I know that that’s a high T, a high S and a high D.
Becoming familiar with it in your own team where you see both sides, their assessment and their behaviors allow you to train yourself pretty quickly to say, “I’m talking to a guy that sounds like Bobby so I’m going high D super fast. There are no other details. Let’s move. In twenty minutes, can we close it? Go for it,” or, “I’m talking to Mary so I’m not going to get into sports discussions. I’m going to be calmer and take all the time. She needs to make the decisions. Is there anything else I can answer for you?” That’s a model that’s been proven really well.
One of the things we do at WizeHire is we will give you a profile link for everybody on your team. We map it on this beautiful colored square and everybody’s on there. We will debrief it with you too and we got an hour-long debrief going, “Here’s Bobby, here’s Mary and here’s Johnny. This is what they all look like,” so you can understand the dynamics of the team. How do I lead the team better? How do I communicate more effectively if I need to hire? Where are our gaps and holes that I need to plug somebody into? It’s then getting that familiarity on the team that makes a huge difference when you go to sell because you start to sense, “I know who I’m talking to here,” and you adjust accordingly.
Being familiar with the team makes a huge difference when you sell.
We have all heard the phrase mirror and matching. I did a sales training where I was talking to people about the need to be all things to all people. That does not mean that we change our morals, our character or who we are. It means we speak to people the way they want to be spoken to. For me, early in my sales career, I never left whenever I was talking to a high D, a high I and even an S. I was able to talk to the S because I was able to talk about the process but Cs, I almost never.
If you are like I am, when you did not get the sale, most of the time it was because they were a high C. It’s almost always across the board. I was selling to everybody except Cs. I was never walking away with it. Then, I realized it was because I was not getting into the weeds enough and once I identified that, I was able to speak to them in terms of the way they wanted to be spoken to.
It’s so different than who I am that I did not get along with high Cs because I’m like, “We need to move fast. We need to make this happen,” and then you realize you need people that are going to be in compliance. Make sure that things don’t fall apart or mess up. When you can identify that and love that part of your business, it makes your world better.
You are 100% right. We need to teach our salespeople the same thing. I stated to the woman, “It sucks to be you because, in business, we try to meet in the middle. Like I understand. I will come to you. You will come to me.” In sales, the prospect stays exactly where they are. You got to do all the traveling. You got to contort and bend.
We had an early young sales guy years back and he finally figured out how to sell to a C. He then started using that across the board. He came up to the next call with a super high D and he was like, “I got a 42-page presentation, Mrs. Jones. Let me go into the granular and most micro detail.” Five minutes in, she was like, “I’m done. Forget it.” Even as a leader, this is tough. You would kick in the door and say, “Hit the fan. Go do this.” Some of the people are like, “I’m out.” The rest are then paralyzed. They are like, “Wait,” and it creates strife and conflict.
It depends on the role. I was in a lecture with a guy named Greg Brenneman who was the former CEO of Continental Airlines. He’s also chairman of the board for Home Depot and Burger King. The guy is high level, moving fast and super high D. He goes, “If there are ten things for us to do and we can get seven of them and the other 2 or 3 are not, we will go back tomorrow and fix those 2 or 3 things.” That’s a real high D talk. He then goes, “I don’t want my accountant to make the same statement.” I think I got your taxes and payroll. If I screwed it up, I will go and fix it tomorrow. The decimals are off of one point and it’s no big deal. It depends on what the job is that you want them to do and lining up those intangible talents as best as possible.
That’s awesome. You know your stuff. One of the books that I have loved this 2021 is Who Not How. The people that we hire into our organization are important but it’s also important how we get them there. Knowing people like Jay and people that are going to help you hire better, that’s part of the who that we need in our life. With that said, how could people get in touch with you or get into the WizeHire world if people are looking to hire and they want to hire the correct role for the correct position?
I’m always open to answering any questions. My direct email is Jay@WizeHire.com. Go to the website if you want to sign up and if you have got questions about joining in, I will send you to the director of the sales department, Brad. You can go to Brad@WizeHire.com. He will be glad to facilitate you getting in and signed up. I’m glad to answer more questions and offer some more materials. If you want copies of some of the educational stuff, send me that email. It’s at Jay@WizeHire.com. I will be glad to share with you all you want.
Anybody that is still working to scale their business, let me tell you. I want to throw it out there. If you are bringing in leads, you need to grow your business bigger. You need to make the most of every lead. You need to get there faster and the way to get there faster is to monetize. When you have twenty people that say they are going to sell their house in the next six months, maybe 1 of them is going to sell to you, 3 of them are going to sell to another investor and 16 of them are going to sell with a real estate agent. Every time the phone rings, you should get paid so if you are bringing in leads, reach out. Go to WholesalingInc.com/revive or ChrisCraddock.com and click the Apply button.
We will give you a call and make sure that you are bringing in enough leads and that it makes sense but if you do that and you can monetize those leads then your business earns the right to build out its org chart. You start making money, you lead with revenue, you start bringing in money and you can build out an org chart so that you don’t have a job anymore. When you go on vacation, your income does not go on vacation. You can become a business owner rather than somebody that just has a job. It may be a high-paying job but still a job. We would love to help you get there. Go to ChrisCraddock.com and hit Apply. We would love to work with you on that. As Jay was saying, check out WizeHire, see if WizeHire can help you build out that org chart and get to where you want to be quicker. Until then, go kick butt. Live uncommonly.